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Passing the PHRca certification exam demonstrates a high level of knowledge and expertise in California state employment laws and regulations, and can enhance a HR professional's career prospects and earning potential. Professional in Human Resources - California certification is valid for three years, after which HR professionals must recertify by earning continuing education credits or retaking the exam.
NEW QUESTION # 118
Your manager has approached you regarding her desire to outsource certainfunctions to an external firm. She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to thevendors in this instance?
- A. Request for Quote
- B. Invitation for Bid
- C. Request for Information
- D. Request for Proposal
Answer: D
NEW QUESTION # 119
The 16-year-old son of one of your friends is looking for a summer job and has been offered a job at a coal mine. Which of the following makes this illegal?
- A. Hazard Communication
- B. Occupational Safety and Health Act
- C. Fair Labor Standards Acts
- D. Mine Safety and Health Act
Answer: C
Explanation:
Answer option A is correct.The FLSA defines a list of jobs not suitable for children between the ages of 16 and 18. OSHA regulates worker safety through standards related to mine safety and hazardous communication.
Chapter:Risk Management
NEW QUESTION # 120
Which of the following Acts is used to ensure the safety of workers in coal and other mines?
- A. Drug-Free Workplace Act
- B. Occupational Safety and Health Act
- C. Sarbanes-Oxley Act
- D. Mine Safety and Health Act
Answer: D
Explanation:
Answer option B is correct.
Chapter:Risk Management
Objective:Risk Assessment
NEW QUESTION # 121
Which of the following is provided by the companies to their employees who are called to work before or after their scheduled work hours?
- A. Base pay
- B. Call-back pay
- C. Shift premium
- D. Reporting pay
Answer: B
Explanation:
Answer option D is correct.
Chapter:Compensation and Benefits
Objective:Compensation
NEW QUESTION # 122
A supervisor has called an employee in for an interview about an inventory shortage. When the supervisor begins asking questions, the employee invokes his Weingarten rights. The supervisor has the option to do which of the following?
- A. Stop the discussion while the employee calls an attorney.
- B. Continue the interview while waiting for a co-worker to return from lunch.
- C. Stop the discussion until the shop steward is available upon return from vacation in 4 days.
- D. Discontinue the interview, and make the determination based on other evidence and documentation.
Answer: D
Explanation:
Answer option A is correct.Weingarten rights give all union members the right to request that a co-worker or shop steward be present during an interview if the employee believes the interview could lead to disciplinary action. The employer may decide to use other facts available without interviewing the employee. The Weingarten ruling does not entitle employees to have an attorney present (C). Employers are not required to wait for a lengthy period of time until the co-worker returns (D). The interview must be discontinued while waiting for the co-worker (B). As of 2004, employers are required to honor Weingarten requests only for union members.
Chapter:Employee and Labor Relations
Objective:Review Questions
NEW QUESTION # 123
Which one of the following best describes Progressive discipline?
- A. Discussion of substandard performance, written warning, final written warning, termination.
- B. Discussion of substandard performance, verbal warning, written warning, and final written warning.
- C. Series of documents of employee's substandard performance prior to each step of discipline or termination.
- D. Series of documents of employee's incompetence or insubordination that precedes an employee's termination.
Answer: B
NEW QUESTION # 124
Millie is an injured worker who has been back to work on modified duty for approximately 13 months. Which of the following return-to-work strategies would best help Millie get back to full duty?
- A. Terminating her employment as she is no longer qualified to do the work for which she was hired
- B. Reasonably accommodating her into a more permanent position
- C. Paying to have her evaluated by an independent medical examiner
- D. Continuing the modified duty assignment until she is released to full duty
Answer: C
Explanation:
Answer option A is correct.An IME will allow Millie to be evaluated by an impartial third party. Modified duty is a short-term solution to be used when an injured worker is able to return to work but not to full duty (D). A reasonable accommodation strategy (B) may become necessary, but only after Millie's diagnosis and treatment plan is clearly understood. Terminating her employment (C) prior to identifying the extent of her qualifications and limitations is not advisable.
Chapter:Risk Management
Objective:Review Questions
NEW QUESTION # 125
Martha is the HR Professional for her organization and she's working with her team to complete non- quantitative job evaluations. Martha wants to stress the available types of non-quantitative job evaluation techniques that are appropriate for her team to be communicated to managers. Which one of the following is not a non-quantitative job evaluation technique that Martha should share?
- A. Job classification
- B. Factor comparison
- C. Whole job ranking
- D. Job slotting
Answer: B
NEW QUESTION # 126
You are a HR Professional for your organization and you're preparing your team for a series of interviews.
You want the team to be familiar with the validity types you'll use and encourage in the series of interviews.
One of the requirements for the open position is that the candidates are fluent in both English and Spanish.
This is based on the high performersamong current employees that have this trait. This is an example of what type of validity?
- A. Content validity
- B. Construct-related validity
- C. Predictive validity
- D. Criterion-related validity
Answer: D
NEW QUESTION # 127
During a unionizing campaign, management may do which of the following in response to union allegations?
- A. Point out the consequences of unionization based on past facts.
- B. Ask employees what the union is saying about the company.
- C. Encourage nonunion employees to talk about the reasons they don't want the union.
- D. Tell employees that the company will have to move the jobs to another country if the union is elected.
Answer: A
Explanation:
Answer option B is correct.The company may make truthful statements about a unionized environment during an organizing campaign, such as pointing out that employees will have to pay dues to the union. Although nonunion employees are free to talk about their reasons for not wanting a union (C), it is an unfair labor practice for the employer to encourage them to do so. Telling employees that the company will have to move the jobs to another country if the union is elected (D) is also a ULP, because it constitutes a threat. Employers may not threaten, interrogate, promise, or spy on (TIPS) employees during an organizing campaign (A).
Chapter:Employee and Labor Relations
Objective:Review Questions
NEW QUESTION # 128
HR Professionals must recognize types of unlawful discrimination to be in compliance with US law. One type of discrimination is disparate treatment. Which one of the following is the best definition of disparate treatment?
- A. When an employee treats other employees differently based on their past work efforts.
- B. When an employer creates a quid pro quo status based on an employee's rebuttal of unwelcome sexual advances.
- C. When an employer treats all applicants the same regardless of their race, color, sex, religion, national origin, age, disability, or military or veteran status.
- D. When an employer treats a candidate differently based on the person's race, color, sex,religion, national origin, age, disability, or military or veteran status
Answer: D
NEW QUESTION # 129
As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily visible to employees. What OSHA poster lists each of the employee's rights?
- A. OSHA 3615 poster
- B. OSHA 3165 poster
- C. OSHA 5131 poster
- D. OSHA 5613poster
Answer: B
NEW QUESTION # 130
Which of the following is a legal term that describes an action that injures someone?
- A. Tort
- B. TIPS
- C. Total Quality Management (TQM)
- D. Temp-to-perm
Answer: A
Explanation:
Answer option A is correct.
Chapter:Employee and Labor Relations
Objective:Federal Employment Legislation
NEW QUESTION # 131
Jennifer is the HR Professional for her organization. Her supervisor, Dan, has asked Jennifer to find the Compa-ratio for Sam. Sam earns $40,000 as a mechanic, but the midpoint for a mechanic is actually $50,000.
What is the Compa-ratio for Sam?
- A. -$10,000
- B. 80 percent
- C. $10,000
- D. 125 percent
Answer: B
NEW QUESTION # 132
The Federal Labor Standards Act is something that all HR Professionals should be familiar with. This act clearly defines four areas that affect all employees. Which one of the following is not one of the four areas of employment covered by this act?
- A. Commissions, royalties, and tips
- B. Overtime
- C. Record keeping
- D. Minimum wage
Answer: A
NEW QUESTION # 133
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?
- A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
- B. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
- C. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
- D. The United States Supreme Court heldthat the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
Answer: C
NEW QUESTION # 134
The Federal Insurance Contributions Act requires employers to do which of the following?
- A. Contribute to a deferred-compensation plan
- B. Provide health insurance for all employees
- C. Contribute to a defined-benefit plan
- D. Withhold Social Security tax from pay
Answer: D
Explanation:
Answer option D is correct.FICA requires employers to pay Social Security and Medicare for employees and to withhold an equal amount from employee paychecks. There is no federal law requiring employers to provide pension plans (B) and (C). No federal law requires employers to provide health insurance (A).
Chapter:Compensation andBenefits
Objective:Review Questions
NEW QUESTION # 135
Which of the following are the key components of gainsharing? Each correct answer represents a complete solution. Choose three.
- A. Managers and employees provide their part of salary for charity.
- B. Employees and management work together for reviewingorganizational performance.
- C. If goals for improvements are met, employees and managers share the success.
- D. The organization and the employees share the financial gains.
Answer: B,C,D
NEW QUESTION # 136
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The PHRca certification exam is an important step for those who wish to advance their careers in human resources in California. It is a highly respected credential that demonstrates expertise and knowledge in the field, and is recognized by employers throughout the state. If you are interested in pursuing a career in human resources in California, the PHRca certification exam is a valuable credential that can help you achieve your goals.
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